The Impact of Reorganization of Staff Using the Core Competencies as a Framework for Staff Training and Development

In 2012, the Colorado State University Libraries’ Technical Services Department reorganized, which provided the catalyst to reconfigure paraprofessional staff positions. Staff are either part of the state classified system or are considered administrative professionals; both categories dictate the extent to which positions can be expanded to encompass assisting with managing electronic resources. This presentation is an account of how NASIG’s Core Competencies for Electronic Resource Librarians are scalable to be used in restructuring staff positions that assist with managing resources. Special attention will be paid to various modes of training that enable paraprofessionals to learn processes associated with electronic resources work.     

Library Reorganization,Chaos, and Using the Core Competencies as a Guide

Starting in the fall of 2012, the staff at the University of Texas at Arlington (UTA) Library began to plan for a library-wide reorganization of staff and services. Every staff member would be affected by the reorganization process, including the library’s serials and e-resources team. In what could be a most chaotic time, the serials and e-resources team chose to use the North American Serials Interest Group (NASIG) draft version of core competencies for electronic resource librarians as a guide to help in selecting members for the e-resources team that would emerge following the reorganization. The presentation on which this article is based reviews the situation at UTA, the core competencies, and how the serials/e-resources team used the core competencies along with a self-assessment tool to help select the most qualified staff for the team.     

The Path of Least Resistance: Using Available Tools to Support the E-Resources Lifecycle

On the surface, it might appear that libraries with different collections, staffing levels, and budgets would have to make use of different tools to address their e-resource management needs. However, in their review of electronic resources lifecycle work at North Carolina State University and Georgia Perimeter College, Tessa Minchew and Sofia Slutskaya discovered that this is not always the case. The presenters reviewed the electronic resources lifecycle and three distinct types of tools (content management systems/wikis, Microsoft Access, and Trello) that are being used in different ways to address different lifecycle-related tasks at each of their institutions.     

美国《电子资源图书馆员核心能力》标准及其应用案例解析

[目的/意义]美国《电子资源图书馆员核心能力》标准是专门针对电子资源图书馆员的管理和工作能力而制定的相关标准,内容涵盖了电子资源全生命周期管理中所需要具备的技能和知识,对其内容及实践应用进行研究对我国实现高水平的电子资源管理极具意义。[方法/过程]对美国《电子资源图书馆员核心能力》标准的内容进行解析,介绍和分析其在学生专业培训、图书馆机构重组、图书馆人员继续教育、图书馆部门及个人工作的评估和图书馆服务平台的迁移和流程重组等案例中的应用方式及效果。[结果/结论]美国《电子资源图书馆员核心能力》标准可以在图书馆的多个领域发挥作用,图书馆需灵活掌握,根据本馆实际情况借鉴应用,支持电子资源管理领域的深入拓展和人才培养,更好地应对图书馆的动态发展环境。     

Opportunities beyond Electronic Resource Management: An Extension of the Core Competencies for Electronic Resources Librarians to Digital Scholarship and Scholarly Communications

This article will provide an overview of current topics in Digital Scholarship and Scholarly Communications (DS/SC) and draw connections between these new areas and the traditional skill set of electronic resources librarians. Commonalities between the skills outlined in the Core Competencies for Electronic Resources Librarians and those needed for success in DS/SC will form the basis of the author’s recommendations for involvement in these new areas.     

智慧图书馆建设视角下馆员元数据核心能力构建

构建与智慧图书馆建设目标相适配、与实践需求相结合的馆员核心能力体系,能够有效促进馆员的专业化发展,对于全国智慧图书馆体系建设也具有重要意义。本文通过梳理国家级战略规划以及图书馆“十四五”发展规划,挖掘智慧图书馆建设中元数据管理需求,确定战略目标;参考元数据馆员岗位职责,分析战略目标实现过程中的各项元数据活动;基于已有馆员核心能力标准,梳理馆员元数据核心能力要素。根据布鲁姆教育目标分类法,将核心能力分为三类：能懂(记忆与理解)、能做(分析与应用)和能创新(评价与创造),构建馆员元数据核心能力框架,该框架可以作为评估馆员元数据能力的分级标准,有助于培养元数据管理人才,为智慧图书馆建设提供人才支撑。图1。表5。参考文献28。     

Licensing Digital Content: A Practical Guide for Librarians. 2nd ed. Harris,Lesley Ellen

Abstract

Advances in technology create dramatic changes within libraries. The complex issues surrounding this new electronic, end-user environment have major ramifications and require expert knowledge. Electronic services librarians and electronic resources librarians are two specialized titles that have recently emerged within the field of librarian-ship to fill this niche. Job advertisements listed in American Libraries from January 1989 to December 1998 were examined to identify responsibilities, qualifications, organizational and salary information relating to the newly emerging role of electronic librarian.     

Lassoing the Licensing Beast: How Electronic Resources Librarians Can Build Competency and Advocate for Wrangling Electronic Content Licensing

The role electronic resources librarians (ERLs) have in licensing electronic content is the most relevant in the breadth of an ERLs core responsibilities. While ERLs are rarely lawyers in addition to being librarians, the role they play in educating stakeholders, negotiating with publishers and vendors, and crafting understanding of licensing terms is integral for the success of a rapidly growing and changing electronic collections environment. Often, new ERLs have to learn these skills on the job. Discussed are tools and resources for new ERLs to build their electronic content licensing competency and insight on how to educate to advocate for the ERLs role in licensing.     

Survey of the Confidence Levels of Public Service Librarians in Using Electronic Reference Sources

Summary

The Internet Self-Managed Work Team of the Queens Borough Public Library surveyed a stratified random sample of public service librarians to determine their confidence levels of using electronic resources to answer reference questions. Two test groups were used to fine-tune the survey instrument, and a control group of non-public service librarians was used for comparison purposes. Questions were categorized into nine types, including Internet, Catalog, Telnet and Test. The results demonstrated high confidence levels in using the Library's Catalog and lower results in using the Internet. The lowest confidence levels were for questions dealing with personal computers and handling customer complaints about the Internet. Branch size, position, or rank of the respondent did not affect confidence levels in any predictable fashion.     

基于儿童发展观的少儿图书馆馆员职业素质研究

[目的/意义] 少儿图书馆是儿童社会教育的重要机构,对少儿图书馆馆员素质研究有利于提升少儿图书馆服务质量,促进儿童发展。[方法/过程] 从儿童发展观的发展方式、发展目标、影响发展的关键因素出发,对馆员职业素质结构和内容进行分析。[结果/结论] 少儿图书馆馆员要能够以儿童身心发展规律为基础创设阅读环境,以促进儿童发展为目标设计阅读活动;需要在通识知识基础上具备学科专长,并通过阅读活动提升儿童学习品质;能够在阅读文本、阅读活动与社会生活间建立联系,具备与社会相关儿童教育机构进行合作的能力。     

Strategic Engagement: New Models of Relationship Management for Academic Librarians

ABSTRACT

How do we best bridge the gap between the Library and the diverse academic communities it serves? Librarians need new strategies for engagement. Traditional models of liaison, aligning solutions to disciplines, are yielding to functional specialisms, including a focus on building partnerships. This paper offers a snapshot of realignment across the Russell Group from subject support to relationship management. It then follows the journey of a newly-formed Faculty and School Engagement Team. Techniques are explored for building relationship capital, anchored to a model Strategic Engagement Cycle. Theory is contrasted with the challenges of securing real buy-in to new ways of working amid diverging agendas and assumptions, notably within the Library itself. Consideration is given to the retention of aspects of subject librarian roles. Investment in a relationship management function demands staunch and ongoing commitment to fulfil its promise, not only from its performers but from across the library community.     

Meeting the E-Resources Challenge through Collaboration: An OCLC Perspective on Effective Management,Access, and Delivery of Electronic Collections

The session explored how collaboration among libraries, suppliers, and the OCLC Online Computer Library Center, Inc. (OCLC) cooperative can address some of the problems being faced with the management of electronic resources. Examples of specific challenges that impact budgets and services are: libraries’ reliance on multiple non-interoperable systems; the difficulties in getting and maintaining high quality and timely metadata; and the issues with managing workflows that cross system and staff boundaries. As work continues to introduce and enhance integrated systems for electronic resource management, these cooperative efforts can improve both the quality of the services and the associated data and workflows.     

From Treading Water to Smooth Sailing: Mentoring for New Academic Librarians

The two authors were paired as part of a formal mentoring program for orientation and to prepare for eventual promotion and tenure. One author has over twenty-five years’ experience on campus, and the other author has completed one year in her current position. During that first year, various themes emerged to remind both librarians that the more things change, the more they remain the same. As the mentoring experience evolved, it became difficult to distinguish the mentor from the mentee because both librarians understood that discussing common issues was mutually beneficial.     

Self-Efficacy of Academic Librarians: Implications for Public Services Managers

The question of academic librarian status has resulted in academic librarians approaching relationships with faculty as one of deference, where they cede power to disciplinary faculty regardless of their own expertise. To date, no research has explored why academic librarians engage in deference behavior when working with disciplinary faculty. Self-efficacy, a person's beliefs in their ability to perform a task, may be an appropriate theoretical framework to begin exploring this behavior. This pilot study explores the perceived self-efficacy of Colorado academic librarians holding an instruction and/or liaison role (n = 68) in order to examine academic librarians' levels of perceived self-efficacy and its relationship to faculty status and years in profession. Results indicate that there is not a significant relationship between perceived self-efficacy and faculty status or years in profession but that gender is significantly associated with perceived self-efficacy. Results also indicate a change in self-efficacy as library faculty progress between faculty ranks. Avenues for future research on academic librarian self-efficacy are suggested and implications for public services managers are discussed.     

The New Information Poor: How Limited Access to Digital Scholarly Resources Impacts Higher Education

The “new” information poor are the individuals and communities who have computer and Internet connectivity, but cannot access scholarly information due to prohibitive costs. Pratt Institute's School of Information and Library Science (SILS) represents such a community and is the subject of this case study. Three measures were analyzed: SILS' four “core” classes were surveyed to determine how many required readings were available via the library; a survey was sent to 31 SILS instructors; and we conducted in-depth interviews with two SILS instructors. While “information poor,” the data suggest our respondents are resourceful in finding ways to cope with their disadvantage.     

The (Un)Common Instructor: A New Role for Medical Librarians Beyond Information Literacy

University common reading programs provide a shared experience as students transition into college life and develop critical thinking skills. Typically in such programs, all students in an incoming class read and discuss the same book. Conversely, the University of Florida Honors Program’s (un)common reads facilitates the same skills development through multiple small sections, each focusing on a different book and each with flexible and innovative assignments and activities. Health Science Center librarians have taught in these (un)common reads since the spring semester 2010–2011. This article describes librarian involvement in this program as well as the ensuing benefits for students, librarians, and the university at large.     

Breaking Down Barriers: Making it Easier for Academic Librarians of Color to Stay

The strength of every nation lies in its people. In America, that strength can be found in the rich cultural heritage of a diverse nation. Unfortunately, diversity does not permeate all facets of life–specifically in academia and its libraries. The question continues to be asked: where are all of the academic librarians of color? For the ones who are tenured or who are seeking tenure, how can they be retained within the ranks of academia? The focus of this study is to explore and define some of the explicit and implicit barriers faced by academic librarians of color through a review of the literature. Many of the explicit barriers stem directly from racism and from being perceived as the “other” while implicit barriers are more subtle and stem from the covert damage that toxic environmental forces have on shaping the career and work experiences of librarians of color. This analysis also offers methods for breaking down these barriers (through ways such as mentoring) for institutions to consider—along with some strategies to empower librarians of color themselves.     

Reaching New Horizons: Gathering the Resources Librarians Need to Make Hard Decisions

Jenica P. Rogers made headlines in the library world in late 2012 when she announced that State University of New York (SUNY) Potsdam, where she is director of libraries, would not be renewing the American Chemical Society online journal package for 2013 because of their pricing model. In this vision session, she detailed the kind of background work that has to take place first in order to make that kind of hard decision possible.     

心理契约--现代图书馆人力资源管理的良方

心理契约是联系馆员和图书馆的心理纽带 ,也是影响员工行为和态度的重要因素 ,它对于人力资源管理有着不可估量的作用。文章从心理契约的内涵入手 ,分析了图书馆员工心理契约的形成和破坏 ,强调重视心理契约的建立和维护 ,在图书馆人力资源管理实践中有着重要意义。